The effects of leadership change on team escalation of commitment

Although teams benefit from developing plans and processes that boost efficiency and reduce uncertainty, they may become too attached to these plans and escalate commitment when an alternative response is needed. Drawing on theories of team leadership, team processes and escalation of commitment, we propose that a change in leadership can help the team reduce commitment to outdated plans and avoid further escalation over time. Across two studies, we tested and found support for our hypotheses and provide evidence that leadership change can break the cycle of escalation by enhancing leader-driven team reflection and refocusing the team on error correction instead of additional investment. We discuss how the results of these studies extend existing theory and add to our understanding of the important role leaders play in enhancing team adaptation and preventing team escalation.     

Assessing global leadership competencies: the critical role of assessment centre methodology

The purpose of this conceptual paper is to examine the use of assessment centre (AC) methodology for addressing the ever-increasing demand for effective talent management of global leaders. Research is reviewed on the most commonly used questionnaire tools for assessing global leadership competencies, which lack the AC’s ability to provide behavioural evidence of leadership competency. A literature search is conducted to identify the extent to which scholarly research to date has examined the use of ACs to measure global leadership competencies. Based on the findings from the review of the literature, the authors recommend further exploration of a leadership AC approach as a ‘best practice’ talent management tool for measuring global leadership competencies. A framework is provided for designing ACs to evaluate and provide developmental feedback on the competencies identified as critical for successful leadership performance in an organization’s global environment.     

Causal inference with observational data: A tutorial on propensity score analysis

When treatment cannot be manipulated, propensity score analysis provides a useful way to making causal claims under the assumption of no unobserved confounders. However, it is still rarely utilised in leadership and applied psychology research. The purpose of this paper is threefold. First, it explains and discusses the application and key assumptions of the method with a particular focus on propensity score weighting. This approach is readily implementable since a weighted regression is available in most statistical software. Moreover, the approach can offer a “double robust” protection against misspecification of either the propensity score or the outcome model by including confounding variables in both models. A second aim is to discuss how propensity score analysis (and propensity score weighting, specifically) has been conducted in recent management studies and examine future challenges. Finally, we present an advanced application of the approach to illustrate how it can be employed to estimate the causal impact of leadership succession on performance using data from Italian football. The case also exemplifies how to extend the standard single treatment analysis to estimate the separate impact of different managerial characteristic changes between the old and the new manager.     

From social ties to embedded competencies: the case of business groups

Our current views of economic competition are still rooted in the imagery of the isolated firm that transacts with its buyers, suppliers, and competitors via largely anonymous factor and product markets. Yet this view is fundamentally at odds with the growing importance of business groups in the global economy. We thus need a reconceptualized version of our idea of economic competition, which is capable of explaining competitive advantage at the group-versus-group rather than firm-versus-firm level of analysis. In the present paper we build on insights derived from organizational sociology and organizational economics to develop a business group-level theory of competition and competitive advantage based on embedded competencies.

Leadership efficacy: Review and future directions

The concept of leader efficacy has received relatively little attention in the leadership literature. This is somewhat surprising given that effective leadership requires high levels of agency (i.e., deliberately or intentionally exerting positive influence) and confidence. This review uses existing theory and research on leader efficacy as a point of departure for proposing an expanded and multi-level framework for understanding the domain of leadership efficacy that includes leader, follower, and collective efficacies. The primary goals are to provide a conceptual framework to stimulate future theory and research on building efficacious leadership and to understand how such leadership develops and has implications for effective performance.     

Using Community-Based Participatory Research to Develop a Series of Core Competency Trainings Within a Developmental Disability Program

ABSTRACT

The New York State Talent Development Consortium at the Office for People with Developmental Disabilities (OPWDD) mandated developmental disability programs to train and evaluate direct service providers (DSPs) on seven core competencies. Utilizing community-based participatory research (CPBR) – an approach where clients, providers, and researchers share their knowledge and experience to identify study areas, formulate research questions, and use results to improve practice – a needs assessment was conducted by a New York-based developmental disability program to inform a training curriculum. Six focus groups were conducted from a purposive sample of 14 DSPs, and 19 managers/supervisors. Staff identified skills that corresponded with six out of seven competencies. Staff recommended hands-on training on: appropriate communication to deal with individuals with severe disabilities; professionalism; person-centered care; and education on terminology in behavioral health plans, medication, and mental health illnesses. Empowering DSPs through CBPR allows for a training curriculum catered toward staff needs, which may be well-received and utilized. The CBPR process employed may be beneficial to other agencies within the intellectual and developmental disabilities field, particularly at a time when the demand for nonlicensure providers such as DSPs is increasing, and there is a need to train them to render quality and effective services.     

Depressive symptoms and help‐seeking behaviors among Korean Americans

Cheung M, Leung P, Cheung A. Depressive symptoms and help‐seeking behaviors among Korean Americans Int J Soc Welfare 2011: 20: 421–429 © 2010 The Author(s), International Journal of Social Welfare © 2010 Blackwell Publishing Ltd and the International Journal of Social Welfare. Korean Americans represent the fifth largest group of Asian Americans in the USA. This exploratory survey of 205 Korean Americans (92.2 percent foreign born) found that those with depressive symptoms tend to be younger, have lower incomes, and are more concerned about their basic needs, community/social needs, family relationship issues, and healthcare issues than those without depressive symptoms. Income, healthcare concerns, and anxiety were significant predictors of depression. The likelihood of having depressive symptoms among Korean Americans with anxiety was 240 times higher than among those without anxiety, but acculturation was not a significant contributing factor. Most respondents tended to seek advice about their mental health problems from physicians and non‐mental health professionals (friends and religious healers). Implications for social work education, research, practice, and policy are discussed in relation to the need to use evidence‐based practice data to plan culturally relevant services for ethnic minorities.     

变革型领导对R&D团队创新绩效的影响机制研究

R&D团队是企业技术创新的重要组织形式.本研究从变革型领导这一视角探讨了其对R&D团队创新绩效的影响及中介机制.本文运用结构方程模型方法,通过对316个R&D团队样本的实证研究发现,R&D团队领导者的变革型领导风格对团队创新绩效有积极影响,而知识分享与知识整合正是这种影响的中介机制.     

Complexity leadership in bureaucratic forms of organizing: A meso model

We consider Complexity Leadership Theory [Uhl-Bien, M., Marion, R., & McKelvey, B. (2007). Complexity Leadership Theory: Shifting leadership from the industrial age to the knowledge era. The Leadership Quarterly.] in contexts of bureaucratic forms of organizing to describe how adaptive dynamics can work in combination with administrative functions to generate emergence and change in organizations. Complexity leadership approaches are consistent with the central assertion of the meso argument that leadership is multi-level, processual, contextual, and interactive. In this paper we focus on the adaptive function, an interactive process between adaptive leadership (an agentic behavior) and complexity dynamics (non-agentic social dynamics) that generates emergent outcomes (e.g., innovation, learning, adaptability) for the firm. Propositions regarding the actions of complexity leadership in bureaucratic forms of organizing are offered.     

女性领导力行动研究：本土化的路径与实践

通过行动研究在我国边远农村地区提升女性领导力是西方行动研究范式在我国的本土化实践.行动研究的独特价值在于,经过一个螺旋式发展过程,参与者在行动过程中实现自我的改变和成长.女性领导力行动研究以本土化的方式实践并探究了这一过程,其中计划和结果导向的行动研究流程、合作伙伴关系的搭建、赋权特色的培训都是促成参与者认识与行为改变的有力条件;而过程中的困难主要体现在协同合作关系的维持,辨识行动与研究之间的复杂关系以及个体成长的持续推动.行动研究本土化的关键在于发挥自上而下的行政倡导与自下而上的草根力量之间的联动.